Most of us have experience being on a team.  When we’re young, they’re usually sports teams, or volunteer groups.  As we go into business, and move ahead in our careers, we join leadership teams.  Eventually, we are leading those teams.  So by the time we’ve had some life experience, we know some  groups are just groups.  Others are really teams.  And I don’t know about you, but I prefer working with a cohesive, high performing group of people who are on the same page, working toward the same ends, striving to be their best.

There’s a lot of information about teamwork out there now, but frankly, very little of it addresses the chemistry, or dynamic of a team.  We began noticing through our research and work with leadership teams, that if you could enable the group to understand how they’re showing up to one another, what qualities of leadership they are demonstrating to one another, and there was a research basis to those observations, it could literally change the chemistry in the room, and enable that team to move from what’s known as the Tuckman model, through the forming and storming stages, to norming, and ultimately performing.

If you don’t do this, what you find is, the word “team” doesn’t really mean much at all. Teams don’t just happen.  Teams have shared purpose, mutual accountability, and the ability to collaborate to solve problems, to drive an organization forward.

If you’re interested in having a high performing team, I would invite you to download our white paper on team dynamics.  What you’ll discover is how group assessment reveals group themes – strengths and areas for development that may help or hinder your performance.  You may have a team that “gets along well,”  but there’s a lot more to teamwork than that.  Your team needs to be able to surface conflict, maintain composure, be attuned to one another, and welcome diverse viewpoints, speak up and raise issues without shutting people down, so they can gain greater commitment.  These are just a few of the aspects of teamwork measured by the new ExPI assessment, and the model we have been developing since 2013.

To recieve a copy of our Leadership Teams white paper, please email



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